5 benefits of hiring older workers

Hiring the right people takes substantial time and effort. As an employer, you’re likely always on the hunt for great talent to build your ‘dream team’. But what if there’s a pool of fantastic workers you might be overlooking?

While a lot of attention is paid to attracting and retaining younger talent, there’s another demographic of candidates that savvy businesses are starting to tap into: baby boomers – people aged 58 and over. Not only are older candidates experienced and available, their priorities and motivations often align perfectly with creating stable, productive work environments. Research for SEEK shows baby boomers prioritise work-life balance, workplace culture, and job location over salary when looking for new opportunities. This is in contrast with younger generations, who often rank salary as one of their top two drivers. This research suggests older candidates bring more than experience to the table; they also bring values that can contribute to a balanced and diverse workplace.

Natasha Olsson-Seeto, Chief Executive at OnTalent, says older workers offer “social diversity” in the workplace.

“Each generation’s got its own set of experiences,” Natasha explains. “One of the benefits of hiring older workers is making sure that you’ve got good representation across demographics."

Director of Muse Digital Viv Farrington agrees, explaining that older workers often have a wealth of experience in problem solving and mentoring, and can provide valuable insights.

“They can also contribute to a more diverse and inclusive workplace culture, which is known to drive innovation and creativity,” she says.

As the retirement age increases and economic pressures drive many people back into the workforce, older candidates represent a growing talent pool that’s worth tapping into. Here’s why smart employers are taking notice.

Older workers bring a lifetime of experiences to the table, which can be invaluable in problem solving and decision-making.

“One of the best people I ever placed in a job was 73, and the'd asked me for a young tech-savvy up-and-comer,” says Natasha. “I interviewed him and thought, ‘Oh my goodness, the energy of this man!’”

“The [employer] said to me later that he was the best hire he’d ever made. So, I think assumptions can be really dangerous.”

One common misconception about older workers is that they lack energy or ambition – something Natasha refutes.

“I’d encourage people to think about energy and adaptability over age, and not to make those assumptions, because I think there are some really modern-thinking, high-energy people in that older demographic,” she explains.

Many older workers also see their later work as an opportunity to make a lasting impact.

“There are a lot of people towards the end of their career who see that final job as a legacy leaver,” Natasha notes. “So you’ll actually get more impact out of somebody who’s thinking, ‘This is my last opportunity to contribute, so I’m just going to go at it.’”

Unlike their younger counterparts, who may be looking for their next career step, older workers can often be content to stay put for longer.

“Older workers are often in it for the long haul, meaning they typically have longer tenures than their younger counterparts,” says Viv. “This can be a real win for companies, because it lowers the costs and administrative burden associated with constantly finding and training new people.”

Age can also come with the confidence to admit knowledge gaps and not feel the need to ‘fake it till you make it’.

“When you get a bit mature in your career... you’re more comfortable to say, ‘I don’t know that’ or ‘I haven’t done that, show me how,’” Natasha says.

This openness can not only make it easier for the worker to learn new skills, it can also foster a culture of continuous learning across your entire workforce.

Despite these benefits, Natasha says she still sees employers hesitating to hire older workers.

Instead, she says employers should, “Examine each candidate for who they are and what they bring, so you can truly appreciate the breadth of their experience, life and work.”

Viv adds a caution against assuming older workers are less adaptable or not tech-savvy, observing that she often finds older workers bring a strong work ethic, which translates into a willingness to embrace new challenges and technologies.

“Many older professionals are incredibly adaptable and eager to learn, especially when given the right tools and support,” she says.

Welcoming older workers into your teams can create a rich, multi-generational environment that benefits everyone. By tapping into the talent of older workers, you might just find the perfect candidate to drive your business forward – regardless of their age.

When you’re considering your next hire, it could pay to remember Viv’s advice.

“I'd encourage companies to focus on the individual’s skills and experience rather than a candidate’s age,” she says. “Look at their track record… and their willingness to learn. Many older professionals are highly motivated to stay current and are actively engaged in continuous learning.”